(e) The following is a description of Altera Corporation's 2014 Bonus Plan
provided pursuant to Paragraph 10(iii) to Item 601 of Regulation S-K, which
requires a written description of a compensatory plan when no formal document
contains the compensation information.

Effective March 7, 2014, the compensation committee of the board of directors of
Altera Corporation ("Altera") adopted Altera's Bonus Plan for the 2014 fiscal
year. The purpose of the 2014 Bonus Plan is to promote the interests of Altera
and its stockholders by providing key employees with financial rewards upon
achievement of specified business objectives, as well as to help Altera attract
and retain key employees by providing attractive compensation opportunities
linked to performance results.

Our Chief Executive Officer, Chief Financial Officer, the three other
most-highly-compensated officers, as well as all other executive officers, are
eligible to participate in the 2014 Bonus Plan. Bonuses payable to our CEO and
other officers who are subject to Section 16 of the Securities Exchange Act of
1934, as amended (collectively, the "Executive Officers") under the 2014 Bonus
Plan will be determined by the compensation committee.

The target and maximum 2014 Bonus Plan payouts, each of which are a percentage
of base salary that may be earned by each of our Executive Officers, are as
follows:

The exact amount payable to an Executive Officer under the 2014 Bonus Plan will
be determined at the sole discretion of the compensation committee. In
exercising its discretion, the compensation committee will take into account
Altera's operating income as a percentage of revenue as measured by net sales
for 2014 (the "Operating Margin Metric"), Altera's percent of revenue growth as
measured by net sales in 2014 as compared to 2013 (the "Revenue Growth Metric"
and, together with the Operating Margin Metric, the "Financial Performance
Metrics"), and the individual Executive Officer's performance during the year.

For the purposes of determining the Operating Margin Metric, "operating income"
is defined as earnings before interest and other income, interest expense and
taxes (including the expense associated with the 2014 Bonus Plan payout) divided
by net sales.

For the purposes of determining the Operating Margin Metric and the Revenue
Growth Metric, "net sales" is defined consistently with the convention used in
Altera's reporting to the U.S. Securities and Exchange Commission.

The compensation committee shall have discretion to exclude significant,
non-recurring items, as well as amounts attributable to Altera's non-qualified
deferred compensation plan, from the calculation of the Financial Performance
Metrics. Significant non-recurring transactions are defined as items that could
have a material effect on the outcome of the calculated bonus, are unusual in
nature and occur infrequently. For purposes of the calculation, items are deemed
to have a material effect if they have a positive or negative impact on net
sales or operating margin income of greater than 1% of net sales or $10 million
for the full-year impact (net of any resulting dollar savings) of each type of
unusual or infrequently occurring item (whether they occur in one or more
transactions). Unusual in nature refers to those transactions or events that
possess a high degree of abnormality and are of a type clearly unrelated to, or
only incidentally related to, the ordinary and typical activities of Altera and
the industry. Infrequency of occurrence refers to events or transactions of a
type that would not reasonably be expected to recur in the foreseeable future
based on the nature of the company's normal operations and the industry.
Examples of significant, non-recurring items that the compensation committee may
elect to exclude from the calculation of the Financial Performance Metrics
include, but are not limited to, the following: (1) restructuring charges as
defined by U.S. GAAP; (2) business combinations as defined by U.S. GAAP;
(3) asset impairment or discontinuation of operations recognized under U.S.
GAAP; (4) earthquake, tsunami, flood, hurricane, typhoon, or fire resulting in
an expense recognized under U.S. GAAP; and (5) other significant non-recurring
transactions as appropriate.

A 2014 Bonus Plan payout percentage will be determined for each Executive
Officer according to the following formula:

The Bonus Plan payout percentage will be multiplied by the Executive Officer's
base salary to determine a potential Bonus Plan payout. The compensation
committee will then have the discretion to increase (up to the Bonus Plan
maximum payout percentage), decrease or eliminate the actual amount payable
under the 2014 Bonus Plan based on the Executive Officer's performance during
the year, including his or her performance against goals that have been approved
by the compensation committee.

Altera's 2014 target operating margin ("OM Target") and 2014 target revenue
growth ("RG Target") were approved by the board of directors. The Bonus Plan
payout percentage will be calculated based on the following table:

If the results of a Financial Performance Metric do not appear on the above
table, the applicable Financial Performance Metric Payout Percentage shall be
calculated on a proportional basis. For example, if 2014 operating income as a
percentage of revenue is 2.5% below Altera's OM Target, the Operating Margin
Metric Payout Percentage will be 50%.

In evaluating the performance of the Executive Officers other than the CEO, the
compensation committee may take into account the CEO's evaluation of whether an
individual has met his or her performance goals and the CEO's subjective
assessment of overall performance. In evaluating the performance of the CEO, the
compensation committee may take into account the CEO's self-assessment as well
as the assessment of the independent members of the board of directors. The
compensation committee's determination as to whether individual performance
goals have been met may be subjective in nature.

Payment of bonuses (if any) will be made in February or March of 2015. Bonuses
normally will be paid in cash in a single lump sum.